01Compensation Governance

Compensationclarity starts here.

You didn't build your organisation to lose talent over pay decisions you can't explain. We give you the visibility — so you can get back to leading with confidence.

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Built for the questions that land on your desk

Pay reviewsNew hiresBoard packsMinimum wageEqual payAudit

02Scenarios

The moments paydecisions get hard.

Every workflow in Orgress follows the same path — from question to evidence — with the full trail in one place. Here's what that looks like in practice.

A pay review is coming

Surface who's overdue, who's drifted from band, and where compression has built up — before the conversation starts, not during it.

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A new hire joins

See where the offer sits against the team — who it compresses, who it inverts, and what it does to the band — before you confirm the number.

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The board wants an update

Generate a board-safe dashboard with narrative context, equity metrics, and trend data — in minutes, not days.

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Minimum wage changes

Instantly identify every individual affected. See who falls below the new threshold, with time to act before it takes effect.

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An equal-pay question lands

Pull peer-group comparisons with documented rationale, then produce the statutory gap report from the same live data.

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An auditor asks about governance

Immutable records, access logs, decision rationale, version-controlled reports — a complete audit trail.

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03Benefits

Fewer spreadsheets.Better decisions. Lower risk.

Replace disconnected tools with a single, trusted view of compensation. See the full picture, act on evidence, stand behind every decision.

Data consolidation

Replace spreadsheets, manual trackers, and ad hoc reports. Unify compensation data from HR and payroll into one auditable platform.

Longitudinal visibility

See how pay has evolved over time — not just where it sits today. Track progression, drift, and stagnation across the organisation.

Proactive risk detection

Identify compliance gaps, band drift, pay compression, and equal-pay risks before they escalate. Act on evidence, not surprises.

Complete audit trails

Every data point is traceable. Every change is logged. Every report can be reproduced exactly as it was when submitted.

Governance-ready reporting

Board dashboards, gender pay gap reports, and regulatory submissions — all built from the same trusted data.

Controlled access

Role- and hierarchy-aware visibility. Managers see what they need and nothing more. Sensitive roles are masked. Access is logged.

04Feature Highlights

Everything sits in one complete record.

Feature 01

Compensation journeys for individuals and teams

Track the multi-year trajectory of pay across your organisation. See starting values, progression events, effective dates, and the full narrative — not just a current salary figure. Compare journeys across roles, levels, and regions.

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Total workforce cost · Annualised · GBP

£1.9M+6.4%

Headcount

Avg / person

£61.4k

Median

£58k

Managers

Patricia Chen

patricia.chen@example.com

Chief Executive Officer · Executive · 4 reports

Upper half

Michael Rodriguez

michael.rodriguez@example.com

VP Engineering · Engineering · 2 reports

Upper half

Emily Watson

emily.watson@example.com

VP Product · Product · 1 report

Lower half

James Okonkwo

james.okonkwo@example.com

Engineering Director · Engineering · 1 report

Upper half

Harriet Okafor

harriet.okafor@example.com

Senior Analyst · Operations

Upper half

Feature 02

Salary bands with drift detection

Define and maintain internal salary bands. Orgress continuously monitors where individuals sit within their bands and flags drift, compression, and outliers — so you see where reality has moved away from policy before it becomes a problem.

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Framework

v3 Apr 2026Live

Track

Operations

Location

London (GBP)

Level	Stage	Floor	Mid	Ceiling	People
Coordinator L2 · Operations	Independent	£22,000 (Statutory floor)	£27,000	£32,000	8
Specialist L3 · Operations	Independent	£32,000 (Living wage floor)	£38,000	£44,000	6
Senior L4 · Operations	Leadership	£42,000	£50,000	£58,000	5
Lead L5 · Operations	Leadership	£56,000	£66,000	£76,000	3

Feature 03

Legal and economic context, built in

Layer legal minimum wage thresholds, inflation indices, and real-terms pay movement over compensation journeys. See whether pay is keeping pace with economic reality and legal obligations — without outsourcing judgement to external benchmarks.

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Over time

Amira Khan · Total comp · 2022 — 2026

Loading chart…

Feature 04

Equal pay and gender pay gap analysis

Run equal-pay comparisons within peer groups, identify unexplained disparities, and produce statutory-ready gender pay gap reports. Document the rationale behind legitimate differences.

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Peer group · L4 Senior · Operations · London

Median £52,750 · Band £42,000 – £58,000

14 people

Priya Shah

Senior Analyst · London

£41,200

Below band

Harriet Okafor

Senior Analyst · London

£54,200

Upper half

Tom Ellison

Senior Analyst · London

£52,400

Upper half

Leila Haddad

Senior Analyst · London

£48,200

Lower half

Owen Blake

Senior Analyst · London

£61,000

Above band

05Pricing

Simple, transparent pricing.

Pick a tier by organisation size and modules. Upgrade when you grow.

Foundations

Core compensation visibility for a single entity with a clear operating model.

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·All core modules
·Unlimited viewer accounts
·Standard data ingestion
·Scheduled compliance checks
·Standard dashboards
·Standard support

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Professional

Multi-entity, advanced analytics, and integrations for growing organisations.

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·Everything in Foundations
·Unlimited admin accounts
·Advanced analytics & trends
·Automated risk alerting
·HRIS/payroll integrations
·Priority support

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Enterprise

Unlimited entities, SSO, custom integrations, and dedicated support for complex organisations.

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·Everything in Professional
·Unlimited entities
·Audit-ready reporting
·SSO (Azure AD, Google, SAML)
·Custom integrations & migration
·Dedicated account management

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Ready to see your compensation clearly?

Start a trial or book a walkthrough. Same data, fewer spreadsheets, decisions you can stand behind.

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